Roadmap To Enterprise 2.0

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Roadmap to Enterprise 2.0: Impact of the Social Web on Talent Systems   Jun Cruzat Dimitri Boylan HR Systems ManagerPresident & CEO


Housekeeping ‣ T  Today’s oday’s webinar webi nar is scheduled for fo r one hour ‣questions Please useinthe toolbar to ask theGoToWebinar Q&A box ‣We’ll stop periodically to ask questions of the

presenters ‣If you’re interested in receiving a copy of today’s

presentation, please email [email protected] [email protected]   requesting a copy


Introductions ‣ Jun Cruzat – HR Systems Manager, Pixar

Animation Studios ‣Dimitri Boylan – Founder and CEO, Avature

‣MODERATOR – Michael Johnson, Director of 

Business Development, Avature


The Web 2.0 Trend - Observations

‣ Web 2.0 triggered a populist adoption of the Internet as a social

tool – and a place to ‘hang out’ ‣ In the public domain, software ‘wins’ by gaining wide acceptance

through viral adoption ‣ And the value of the networks increase as more people people adopt it ‣ Most software innovation is curre currently ntly taking place in the public

domain ‣ This software advancement has taken taken place outside of the

hierarchicall command & control environme hierarchica environment nt of corporations

‣ While many corporations have embraced Web Web 2.0, most are not

sure how to incorporate it into their infrastructure and leverage it as a business tool


Impact & Consequences

‣Social dimension of computing explodes explodes ‣Amount of free public data explodes ‣Barriers between corporate systems and

public systems get blurred ‣Corporate standards standards of usability fall behind

public system standards


Beyond the Buzz Word ‣ Rich user experience, egalitarian methods of  collaboration, user participation, dynamic content, adaptive systems, metadata… ‣ Data driven network effects – participants actions alter the experience of other participants ‣ "models where masses of consumers, employees,

suppliers, business partners,of and even competitors cocreate value in the absence direct managerial control” ‣ The continuing technical tech nical evolution of the browser. browser. ‣ The rejection of older technology as “no longer



Status Report

Facebook,, Twitter,  Twitter,  MySpace MySpace,, etc. are the new models of  ‣Facebook building and maintaining social connections ‣LinkedIn is the new career portal self-expression ‣Blogs are the favored tool of self-expression

like YouTube  and Flickr have quickly become the de ‣Sites like YouTube facto content management systems for the public domain ‣Wikis and forums are changing the way we collaborate


Web 2.0 Significantly Impacts Human Capital Management (HCM)

Career profiles of  candidates and employees expand from a simple resume or HRIS forms to an unstructured network of relationships, personal profiles, blogs, forum comments, and endorsements.

A new generation with new standards for freedom of  expression, freedom of  association, etc. join the work force.

Social software challenges the underpinning principals of modern social industrial organization and the Enterprise software that supported it.


Why You Should Care

‣ Like it or not, the 2.0 phenomenon is entering the workplace ‣ “ The generation entering the workforce is different. They are used

to RSS, to feed readers, to Google, to iGoogle, to Netvibes, to Pipes, to relevance and ranking, to wild cards. And they won’t put up with our trashy way of doing things. Not even for money. money. So next time you look at a humongous monolithic system using arcane meaningless codes and chundering pages of tripe, start planning to replace it. That’s if you want to attract employees from the coming generations.” - RJ Rangaswami - CIO of the Year by Waters Waters Magazine in 2003, CIO Innovator Innov ator of the th e Year Year by the European Technology Forum in 2004. One of technology's 50 most influentia influentiall individuals in the Agenda Setters poll in 2007.


Social Technographics Groups Definitions

Source: Forrester’s NACTS Q4 2006 Devices & Access Access Online Survey


Adoption Trend by Forrester Research


 The No Choice Option

‣ The good news – CIO’s get it – or at least getting it is on their list of things to do. ‣ The bad news is they may not really get it – because they may see Web 2.0 from a purely technical perspective. ‣ Worse - they might say “we get it better than you

because it’s technical anyway – you don’t understand asynchronous communication do you?” ‣ Worst – your competition c ompetition really does get it, and takes full advantage of it and you don’t.


What You Need to Know About E2.0 ‣ Older software is becoming commoditized because it does not take advantage of the network (cloud) ‣ Competitive advantage will come from the use of systems that

“harness network effects” of systems inside larger systems ‣ IT and the Business need to support each other, but you should recognize that IT may not be a leading player in the decision process anymore ‣ The real focus is on adaptable functionality within the network ‣ Good news is that Web 2.0 is not hard to understand ‣ The better news is that its social focus will make it easier to model real peoples behaviors inside the Enterprise ‣ The best news is that Enterprise 2.0 has a ‘light weight’ and

flexible design, that will make easy to model your implementation over timeitto optimize the and use re-model of the software as a tool


The Essence of 2.0 ‣ The mechanistic world view of 20 th Century industrial organization dominated

the first 50 years of softwar software e development: the idea that the corporate world is a stable, closed system driven by repetitive tasks and known problems.

‣ The open ended, social, collaborative, flexible, bottom up process development

oriented - less control and more individual freedom – less mechanistic – model is the fundamental underpinning of post-modern software ‣ Personality and Identity are the essence of Web 2.0, the essentials of 

Enterprise 2.0, and the Holy Grail of Talent Management 2.0

‣ Person Personalization alization is more than being able to select your screen colors! It’s being

able to design and organize the data your way.

‣ And Personality is more than personalization – it’s knowing who the users are,

what they are doing, and what they are thinking.

‣ The Rise of Culture in Applications ‣ Culture – a common definition - “patter “pattern n of basic assumption assumptions s - invented,

discovered, or developed by a given group as it learns to cope with its problems of external adaptation”


Culture 1.









On the Road to 2.0 – take a look at live systems

‣ Wikis ‣ Rich Application Interface ‣ Journaling & Communication ‣ Meta-data Tags ‣ Live Search ‣ Web Forms ‣ Floating Navigation Bars ‣ Virtual API


Onboarding Wiki at Pixar


Onboarding Wiki at Pixar 

Solving the onboarding issue with interns/residents (these are millennials) 

Created using a wiki (google sites) by the university relations team (HR folks not a webmaster/IT) 

Has wiki features (usable/no training needed, secure, auditabl auditable, e, with version control) 

Quick implementation of version 1 (1 month)

Always improving and changing (iterative, perpetual beta)

Effectively solves the problem problems as we discover them. and continues to solve other


Recruiting CRM Application


Adaptive Systems

‣ Built using ‘Light Weight Programming Models’, they are more capable of changing

based on environmental realities ‣ Unlike traditional enterprise software, which imposes structure prior to use, this

generation of software encourage use prior to providing p roviding structure likely to capture the collective intelligence of the user base ‣ These systems are more likely conf igurations ‣ They are less dependent on upfront analysis and implementation configurations ‣ They have a lower risk of obsolescence driven by ‘out of system’ workarounds ‣ A new generation of management will demand these types of systems


 Talent Management 2.0 ‣  The functionality is still not defined by the practitioners ‣

If the practitioners try to t o connect the dots from one code heavy legacy system to another: ATS ATS to Payroll centric ERP, they will never get the system they want.

Practitioners need systems that support their search for the functional ‘sweet spot’ of Talent Management

‘Plusing’ – Pixar’s Folksonomy – improvement through iteration – building upon the ‘things that work’

Scale issue – how does a 50 person HR department communicate communicate with a 10,000 person enterprise and build a culture – scale is what good software is most capable of 

Social centric systems that can be optimized through a series of iterative experiments in how people use computers to achieve business objectives

and that scales easily across the whole organization

Systems people want to use


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